Diversity at DoorDash

Diverse employees at DoorDash score the company 58/100 across various culture categories, placing DoorDash in the bottom 25% of companies on Comparably with 5,001-10,000 Employees for Comparably's diversity score. The Diversity score provides insights into how diverse employees feel and rate their work experience at DoorDash across various culture dimensions.

Diversity and Inclusion at DoorDash

At DoorDash, we strive to build diversity, equity, and inclusion into People operations, policies, and programs; therefore, empowering employees with the tools to ensure that underrepresented identities and perspectives are valued and can thrive.

To both address the specific areas in which we need to increase our DEI investments and to set clear demographic representation goals that reflect the broader population and communities we serve, we are committing to the following company-wide goals to increase representation for underrepresented groups by 2025:

Underrepresented People of Color (U.S.): Goal to increase representation by 8 percentage points, reaching 40% representation among our U.S. workforce; emphasis on improving representation in technical roles, people management, and leadership.

- In technical roles: goal to increase from 7% to 10%

- In leadership (director level and above): goal to increase from 12% to 20%

Women and Nonbinary People (Global): Goal of 5 percentage points increase to 50% representation; emphasis on improving representation for women and nonbinary people of color, as well as gender representation in people management and leadership.

Management Team and Board of Directors: Goal of 50% women, nonbinary people, and underrepresented people of color in new appointees.

In addition to existing internal initiatives, these commitments aim to operationalize and ensure accountability for DEI at DoorDash as we advance and strengthen a diverse, equitable, and inclusive workplace and company culture.

We strive to meet these goals with a holistic action plan, understanding that improved representation will only happen if we are successful in our DEI strategy across the entire employee lifecycle, day after day and year after year. This includes diversity recruiting, addressing turnover across underrepresented groups, strengthening programs and systems that promote upward mobility and retention of underrepresented talent, placing an emphasis on representation in business-critical and leadership roles, ensuring we are maintaining pay equity and achieving promotion parity, and more.